This is the third in our series of pieces about the hassles of making data work. You’d think it would be simple. “I want to know the relationship of x and y.” But, depending on the system and your subcontractors, it’s not easy.
By understanding the business you are in and the challenges the business face, HR can truly have influence and impact on the organization by analyzing the right data and telling a great data story.
HR Tech is all about maintaining the records to keep the organization running and the regulators at bay. And still, the definitions are too narrow.
The conventional view seems to be that the future of HR software involves a whole lot more of the same. No matter what they say and how hard they say it, they are not different.
This week’s links mirror our focus on data with posts like John Sall’s post, Big data = Dirty data.
Vendors can make data acquisition painful. It turns out that ownership really means ‘the person with the slimier lawyers’.
Over the next several weeks, we’re going to look at the problems and opportunities for using data in HR.
You could decrease the size of the Linkedin database by 20% if you simply banned the word innovation from profiles. The word once reserved for the likes of Thomas Edison is now being bandied about to describe enterprise software rewrites.
In other words, the two hippest ideas in the current HR play book (engagement and finding the work you love) are more than a little tenuous. The worst job in a fast growing company can be astonishing because of the freedom and authority that emerge there.
Big Data is as hard to imagine as the web was 20 years ago. Big Data is driven by smart tools, cloud architectures, cheap processing, cheap storage, greater access to statistics and information, and the search for new ways to gain productivity.
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